In search of older workers

Job searches can be frustrating at times, but it’s particularly tough to be on the job market at a "certain age." Older workers report that they’re routinely turned down for jobs based on their age.

Yes, it’s unlawful to discriminate against people who are 40 and older, but failure-to-hire discrimination cases are notoriously hard to pursue. How could you prove, after all, that your age is the reason you didn’t get the job?

It’s astonishing that employers would turn their backs on experience, but they do. As older job seekers say to me all the time, "My kids are grown. I’m not going to the bar after work. I’m stable."

No telling what turns off employers - perhaps a fear that "seasoned" employees won’t be able to keep up with a fast-paced job, or will be afraid of the technology. Still, some employers are turning the tide.

The Walgreen company has launched a program to bring veteran employees into its stores, and a group of pharmaceutical companies has banded together to create the Web site Your Encore ([ http://www.yourencore.com/ ]www.yourencore.com) targeted at older professionals.

Art Koff, publisher of the Web site Retired Brains, says that most employers who have become aware of the pool of older-worker talent are looking for folks for part-time and contract work. But that will change, he says, as Baby Boomers pick up the pace of their retirements in coming years. Another resource is the Web site Jobs For Seniors (www.jobsforseniors.net), which provides job-search, networking and business advice for “Baby Boomers and beyond.”

Seasoned job seekers typically ask me how much of their past to chop off their resumes - that is, how much of their work experience to sacrifice, so as not to scare resume reviewers away from a long resume that might signal “older candidate.” I tell them to compress those earlier experiences, because no one will much care what you did all day in your first job 30 years ago. But, I believe you must include information about all of the employers you’ve worked for, especially if they are “name-brand” companies.

It is awkward, in an interview, to be asked a question about something - say, direct marketing - and respond, “Oh yes, I did that for years! Well - it’s not on my resume.” If you did it, it should be on your resume. You don’t have to list chapter and verse of every role you’ve ever held, but your experience must be represented.

It is tempting to try to obscure your age on a resume, but it’s not very productive. If you attended college, your graduation date will give you away, and in any case, when you arrive for the interview, you don’t want to surprise the interviewer by having previously presented yourself as a 30-something job seeker. Of course, the question of expectations works in both directions. When I was a corporate HR person, I had a funny experience related to first impressions. I was about 35 or 36 at the time of this incident, and I had a great chat with a job seeker on the phone. At the end of the phone interview, I invited him to the office for an interview a few days in the future. On the day of the interview, our receptionist called me and said “Tim is here in the lobby, waiting for you.” I walked into the lobby, walked up to Tim and said, “Hi, I’m Liz” and he stood up with a start. “Wow!” he said. “You sounded much younger on the phone!”

Believe it or not, Tim got the job.

Little by little, employers are getting the message that wisdom and experience aren’t elements that businesses can afford to overlook. The smartest employers are turning the tide soonest. Older workers don’t need to hide their backgrounds, but to help prospective employers see the value they bring.

Liz Ryan is a former Fortune 500 VP, a 25-year HR veteran and an expert on careers and the new millennium workplace. An award-winning entrepreneur and workplace adviser, Ryan is author of "Happy About Online Networking" and founder of the global online community www.AskLizRyan.com. E-mail Ryan at liz@asklizryan.com.